Article
December 2012
There are ways. Here’s our best advice for how to find yourself an “A” player:
- Look for demonstrated job performance. Indicators to check for include a history of promotions in the resume, a pattern of being hired again by former managers, if the candidate has been asked to lead and manage high visibility critical projects, and if he or she actively takes on work outside his/her core competency.
- Understand job movement history. This is because “A” players tend to be deliberate when they make a move. “A” players will move primarily based on better long-term growth prospects.
- Ask targeted questions. One of the most important is “What is the professional achievement you’re most proud of in your career so far? The answer will yield vital information and “clues.”
- Carefully observe attitude, energy, and initiative. You can often determine these qualities after several interviews, because first impressions can sometimes lie. If a candidate is energetic and motivated throughout the interview process, it’s a good bet that he or she will bring those qualities to the job. The candidate’s resume should also highlight professional achievements and accomplishments that show initiative.
- Develop or refine your corporate culture to welcome “A” players. Company culture is crucial. Consider this: sometimes a company’s DNA isn’t conducive to high-energy, “get-things-done” people. Perhaps there’s a very bureaucratic process with multiple layers of approval or top employees aren’t often rewarded at the company. Also, maybe the direct hiring manager is a “B” player. “A” players don’t work well with “B” players because the disconnect and lack of understanding can impact the “A” player’s morale and motivation. “Renting” an “A” player (perhaps bring in a trusted project consultant) is a good way to see how an “A” player can work within the organization and if he or she brings value.
- Don’t commit the sins of bad hiring. For instance, developing a 20-point checklist of mandatory job requirements narrows the field of candidates and may cause you to pass by “A” players. Also, be sure to sell yourself as a great company and/or group to work for, because too many companies forget to do this during hiring.
- Finding “A” players may require more due diligence than you’re used to at your company, but when you look at the numbers and value to your organization, it’s almost always worth it.